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作者：Lane, Jacqueline N.; Lakhani, Karim R.; Fernandez, Roberto M.
作者单位：Harvard University; Massachusetts Institute of Technology (MIT)
摘要：Competence development in digital technologies, analytics, and artificial intelligence is increasingly important to all types of organizations and their workforce. Universities and corporations are investing heavily in developing training programs, at all tenure levels, to meet the new skills needs. However, there is a risk that the new set of lucrative opportunities for employees in these tech-heavy fields will be biased against diverse demographic groups like women. Although much research ha...
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作者：Conti, Annamaria; Peukert, Christian; Roche, Maria
作者单位：IE University; University of Lausanne; Harvard University
摘要：We study the engagement of nascent firms with open source communities and its implications for innovation and attracting funding. To do so, we link data on 160,065 U.S. startups from Crunchbase to their activities on the open source software development platform GitHub. In a matched sample of firms with and without GitHub activities, difference-in-differences models reveal a substantial increase in the likelihood of being funded after early stage startups engage with open source communities on...
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作者：Campero, Santiago; Kacperczyk, Aleksandra (Olenka)
作者单位：University of Toronto; Imperial College London; University of London; London Business School
摘要：The practice of recruiting job candidates sourced through social contacts (i.e., referrals) is pervasive in the labor market. One reason employers prefer to recruit through referrals is that these candidates often present resumes that are perceived to be a better fit for the role. Whereas existing research attributes this pattern to how individuals who make referrals (i.e., referrers) select individuals to refer, we propose a new mechanism: differences in self-presentation. We argue that refer...
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作者：Zhong, Yufei; Li, Huisi (Jessica)
作者单位：University System of Georgia; Georgia Institute of Technology; University of Washington; University of Washington Seattle
摘要：Competition is one of the defining features of organizational life. In this research, we identify a prevalent but overlooked type of competition-covert competition, which we define as behaviors with the intention to win (i.e., advancing one's interest/position while disregarding or hurting the other party's interest/position) that are unclear to or hidden from the other party. We argue that one's relative power in dyadic social relationships influences covert competition. Based on the theory o...
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作者：Grandy, Jake B.; Hiatt, Shon R.
作者单位：University of Arkansas System; University of Arkansas Fayetteville; University of Southern California
摘要：Although scholarship has highlighted how stakeholders can influence business outcomes, few studies have examined how simultaneous, different tactics interact to impact firms. Critical to understanding this interaction is the radical flank effect, which asserts that the moderate and radical elements of social activist tactics can interact to either enhance or diminish a movement's ability to accomplish its goals. However, research is unclear about when and whether the radical flank effect enhan...
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作者：Gutierrez, Cedric; Sloof, Randolph; Crilly, Donal
作者单位：Bocconi University; Bocconi University; University of Amsterdam; Tinbergen Institute; University of London; London Business School
摘要：Starting a business requires investing both money and time in the hope of future financial benefits. Because investments and potential gains happen over time, the way in which individuals value the future relative to the present-that is, their temporal preferences-may be an important driver behind the decision to become an entrepreneur. Whereas existing research examines temporal preferences for financial gains, we advance this research by theorizing about temporal preferences not only for mon...
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作者：Sassine, Jad Georges; Rahmandad, Hazhir
作者单位：Amazon.com; Massachusetts Institute of Technology (MIT)
摘要：How does network structure impact the speed and reach of social contagions? The current view holds that random links facilitate simple contagion, but when agents require multiple reinforcements for complex adoption, clustered networks are better conduits of social influence. We show that in complex contagion, even low probabilities of adoption upon a single contact would activate an exponential contagion process that tilts the balance in favor of random networks. On the other hand, underapprec...
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作者：Stice-Lusvardi, Ryan; Hinds, Pamela J.; Valentine, Melissa
作者单位：Stanford University
摘要：Prior studies that examine how new expertise becomes integrated into organizations have shown that different occupations work to legitimate their new expertise to develop credibility and deference from other organizational groups. In this study, we similarly examine the work that an expert occupation did to legitimate their expertise; however, in this case, they were legitimating practices that they actually considered illegitimate. We report findings from our 20-month ethnography of data anal...
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作者：Farahbakhsh, Siavash; Villani, Elisa; Linder, Christian; Salge, Torsten Oliver
作者单位：Free University of Bozen-Bolzano; University of Bologna; SKEMA Business School; Universite Cote d'Azur; RWTH Aachen University
摘要：Organizations and their members not only respond to paradoxes, but also can be shaped by paradoxes in potentially profound yet highly heterogeneous ways. In our study, we adopt an identity threat perspective to explicate how paradox dynamics can affect members' sense of self as professionals and their organizational identification as a key facet of the member-organization relationship. The transformational change of a leading public university launching a for-profit business school in Europe i...
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作者：Heaphy, Emily D.; Trefalt, Spela
作者单位：University of Massachusetts System; University of Massachusetts Amherst; Simmons University
摘要：This inductive study of 44 consultants in a prominent consulting firm examines how consultants set work-life boundaries without getting stigmatized and how they develop their workplace relationships into sources of help for this process. Within this organization, dominated by the ideal worker norm, we found a hidden, self-sustaining network of consultants who delivered excellent work while violating the ideal worker norm without stigmatization. Their way of working was based on a coherent set ...
